Knowledge of people in the workplace: Master these 4 'knowledge skills' to easily see through the true conduct of others
When dealing with people, many people firmly believe in the phrase "knowing people, knowing faces, but not hearts", and feel that it is difficult for them to see through the true character of others when they meet them for the first time.
In fact, people who have this kind of thinking are often lacking in social experience and have too little "world experience". Today, from the perspective of the workplace, the author will share with you the "Knowledge of People in the Workplace": Master these 4 ways of knowing people, how to know the true character of others at a glance.
1. Insufficient prestige is more angry.
Using tantrums to maintain majesty is a sign of incompetence. Such people are very common in the workplace, especially those "nine-rank sesame officials", such as various team leaders, junior leaders, and junior squad leaders. The less prestige people are, the more Likes to use tantrums to solve problems and show his strength.
The author has a cousin who just graduated from school and entered the society to find his first job when he met a team leader who was "incompetent and furious". The leader of this group is not big, but the prestige is quite big. For example, there is a task to be started recently, and the head of the department has not yet announced the specific arrangements, and the team leader begins to explain what a few people under him are going to do, as if he has the final say.
My cousin learned from the gossip of other colleagues that this group leader came to this position entirely because of some nepotism with the superior.
My cousin resigned before he worked in this unit for a month, because he found that not only the team leader likes to lose his temper, but the entire management team wants to use his temper to solve problems and show his strength. This kind of corporate culture atmosphere obviously has no future, because the leaders know how much they have and they are not competent enough. They are afraid that employees will not accept their management. .
A year later, my cousin heard that the unit he had worked for was unable to retain outstanding talents due to its improper management model, and eventually went bankrupt.
2. Consult them with strategies, and observe their knowledge.
If you want to observe a person's character, you can often start with the other person's "knowledge". For example, you can ask the other person a lot of different questions and see how the other person answers. Then you can detect from the other party's answer whether he has unique insights and far-reaching strategies.
If the other party only focuses on an immediate interest, then the person is in all likelihood a very small-minded person, often narrow-minded, and easy to lose sight of profit. It is necessary for you to be on guard against each other in the workplace.
If the other party's point of view is clear and unique, and a person with far-reaching knowledge, then these people can have a large-scale character in the workplace. It is recommended that you have a deep relationship with him. He can broaden your horizons and knowledge in the workplace.
Third, observe its "smoothness" to know what it is.
In the workplace, if you want to judge whether a person has developed in the future, you can observe how "smooth" he is. The "smoothness" mentioned here is not a derogatory sense, but refers to whether a person knows how to be flexible.
If you find that your colleagues and your friends learn things quickly, understand one thing at a time, and even draw inferences from others, do things without sticking to the rules, know how to be tactful and flexible, and treat people with courtesy, then you can basically It is certain that this person has a promising future , because his character is very good, and he will become a great player in the future.
Some people are just the opposite. When you look at him, your first impression of him is dull. They behave very ordinary in their work, and sometimes they even "go to the horns" when they encounter problems, and they don't know how to be flexible. These people may be suitable for your colleagues, but they are definitely not suitable for your friends.
The author once had a colleague who was a very old-fashioned person. At work, when the leader asked how to do a certain job detail, he would definitely follow it strictly. There is nothing wrong with listening to the leadership in the workplace, but his approach greatly limits his work efficiency. Others can submit tasks on time every day to get off work, but he still has to stay in the company to work overtime for an hour or two for free before he can work on that day. task to complete.
Fourth, conflict self-evident ability.
When a person faces a crisis and conflict, his true character is easy to show, because few people can be peaceful in the face of interests. Whether you can still maintain a calm heart when you are in conflict with others, and whether you can find the best way to win-win, these are good ways to reflect a person's ability to handle affairs and mentality.
If you see someone dealing with conflicts in the workplace, not only considering their own interests, but considerate both sides of the conflict, then this person is worthy of your further understanding and even deep friendship.
Write to the end:
The above 4 "Knowledge of People" in the workplace can help you see through the true conduct of others in advance, and know which people are worth making friends with and which people you should stay away from as much as possible.